Personal and Professional Development

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Table of Contents
Task 01.............................................................................................................................................3
1.1, 1.2 & 1.3 Self-managed Learning.........................................................................................3
Task 02.............................................................................................................................................6
2.1 Skills and Knowledge............................................................................................................6
2.2, 2.3 & 2.4 Development Plan.................................................................................................7
Task 03.............................................................................................................................................9
3.1 Actions & Challenges.............................................................................................................9
3.2 & 3.3 Success of the Actions.................................................................................................9
3.4...............................................................................................................................................10
Task 04...........................................................................................................................................11
4.1 Problem Solving...................................................................................................................11
4.2 Communication....................................................................................................................11
4.3 Time Management................................................................................................................12
References......................................................................................................................................13

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Task 01
1.1, 1.2 & 1.3 Self-managed Learning

Self-managed learning is something that managers should do and there are many
resources available to help them with this.
The above mentioned quote is a question in itself and when it asks for my personal judgment, I
am bound to say that I agree with the statement. To give evidence to my decision I will give
reasons as to how self-managed learning is a great tool in the process of personal and
professional development of individuals. Coming to the statement, it talks about self-managed
learning, which is a form of self-education by individuals aimed at their own sense of
development, both personally and professionally (Cunningham, Bennett and Dawes, 2000). I
agree that this form of learning is very apt in helping individuals or managers in their
development. The common components associated with self-managed learning are choosing
what to learn, why to learn, when to learn, how to learn and also the resources to be used in the
learning process (Pauleen and Gorman, 2011). The managers that are willing to focus on selfmanaged learning have a range of resources available to them. But before using the resources,
what is needed is the will and commitment to acquire and adapt to the process (Bembenutty,
2011).
Managers today are responsible for many different types and degrees of work, and in this they
forget their own aims and objectives. Self-managed learning as a tool can work around the daily
activities of the manager, making him/her more aware of its needs (Lankhuijzen, 2002). I agree

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with the statement because of the many benefits that self-managed learning entails within. Some
of the benefits are as follows:
One of the most influential benefits of the self-managed learning process is it helps build
self-confidence in managers by assuring them of their capabilities and also revealing their
boundaries.
It helps in making the manager more aware of its surroundings and also more proactive in
recognizing the best from the worst. Managers need to deal with a lot of activities during
their work and self-managed learning will keep them updated of new and improved
methods helpful in their line of work (Bembenutty, 2011).
Self-managed learning inculcates confidence and skill which in turn inculcates trust
among peer groups. Managers need trust from others to effectively execute their work
and self-learning will increase confidence in their attitude which will help them in
connecting with other people (Cunningham, Bennett and Dawes, 2000).
Self-managed learning also helps in reducing the stress level of managers by making
them more confident, relaxed and focused in their work (Pauleen and Gorman, 2011).
Self-managed learning is an individual task but it takes helps of many factors such as preparing a
questionnaire for themselves for listing their qualities and drawbacks, and finding areas of
improvements. Mangers can also prepare their own resume to better understand themselves and
this will help in presenting themselves to others (Lankhuijzen, 2002). Lastly managers can
prepare a personal development plan and should include their goals in life, methods to be used to
fulfil the said goals, time frame and the measurement aspect of the achieved goals (Pauleen and
Gorman, 2011).
Coming to the resources available to a manager, books can serve as the starting point of
understanding the process, followed by internet, newspapers, workshops, expert advices and also
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opinions of close friends or relatives. All in one, managers today can be greatly helped by the
self-managed learning process (Belker and Topchik, 2005) and I agree that it will make them
more efficient given the huge range of resources available to be used by them.

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Task 02
2.1 Skills and Knowledge
As a manager, my work involves countering many activities at once and also managing many
employees. In my will to achieve my goals, I require certain skills and over the years I have
acquired many skills to effectively perform my duty. These skills have helped me in meeting my
objectives and also the organizational objectives. But in order to better decide my skills and the
demands of my profession, I have conducted a SWOT analysis of myself, which is mentioned
below.
STRENGTHS As a manger my most important skill is that I know how to manage people,
both under and above my position. I believe that I effectively communicate between the top and
lower levels of the organization. I am very positive when I am at the job and I show calmness in
solving difficult situations. I am very good in finding the wrong areas in the organisation in the
organisation (Belker and Topchik, 2005). I also have good skills of evaluating jobs and selecting
the right person for the right job.
WEAKNESS Apart from my skills, I have some weaknesses that become a hurdle in my
personal as well as professional development. I have very poor customer service skill and I
sometimes lack the skill to handle too much skill and this is one area in need to work upon. I also
need to develop my networking skill to analytically evaluate mine as well as others work.
OPPURTUNITY As a manager, the most important opportunity for me is in HR department
where I can achieve great heights with my years of experience. I can be of great help in the HR
department as I have good people management skills (Mintzberg, 2004).
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THREATS My biggest threats would be my limitations and also my competitors. My limited

skills in selling department may prove fatal in future prospects.
Along the SWOT analysis, a professional development plan can also help m decide the skills that
I have and the skills that I need to acquire for my future goals.
2.2, 2.3 & 2.4 Development Plan
A development plan is a framework of personal as well as professional development where one
learns about the skills it has in the present and also he skills that it needs for the future
(Kruckeberg, Amann and Green, 2011).
My Skills

How will I

Measurement

achieve this

of the

Time frame

Help from
others

achievement
Objectives
#1

Learning a

By watching

Passing

new

videos, taking language tests

Language

course,

and

interacting

communicatin

more in that

g more in the

language,

language

In the next 2

Tutor,

years

Friends,
Colleagues

reading
magazines,
Tutor
#2

Visiting more
places

guidance
Travelling

Vacation
planning,

Always

Travel agents,
Friends,
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Vacation diary
#3

Developing

Self-managed

or journal
Performance

analytical

learning, by

results

ability for

taking more

forecasting

analytical

Relatives
No set time
frame

Colleagues

based work
projects

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Task 03
3.1 Actions & Challenges
From the above development plan, it is evident I am very serious in fulfilling my objectives and
learning the necessary skill set that will help me in my future projects. But making the
development plan is one thing and actually taking initiative to fulfil the needs is another thing. I
am a very positive person and I believe that true will and commitment can overcome any task.
While carrying out the actions to further my development plan I was faced with many personal
commitments that slowed me down (Sangster, 2000). I developed a well-designed strategy and
agreed to follow the steps, both personally and professionally.
While trying to learn Japanese as my preferred language, I was faced with issues such as very
limited resources and no proximity to any good tutor. This hindered my will to learn Japanese as
a future skill but I was adamant and by the use of videos, radio channels and internet I am slowly
grasping a new language. Major challenges were time management and money. Time was very
limited for me to visit many places and also money constraints which limited my visit to two
destinations a year.
The practicality made me more accountable to my current profession and also personal life took
a setback (Sangster, 2000). I became less social and more work oriented. But I am positive that
with time and will, I will be able to achieve my desired skills set and one day I will be able to
fulfil my actions of the development plan.

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3.2 & 3.3 Success of the Actions

The activities I took such as the SWOT analysis and the Development Plan were very helpful in
paving the way for achieving my aims. I started understanding me in a more profound way and
also my strengths. I could now limit myself to be pessimistic and I also gained more insight
about my character. I am more confident in talking to others and that too in more than one
language. I am able to evaluate mine and other performance in a more analytical manner based in
facts and figures. I am learning more about the world and the skills that I need to further within
myself. But if I get an opportunity to develop my plan again, I would add leadership and
motivation skill as something which I need for my future deals. I would change analytical ability
to more IT related skill as my long term goal.
3.4
Coming to changes I wanted to do in my original development plan, I at first started more
participating in the HR practices to get to know the people more and develop a cordial
relationship with them. I also visited Japan twice to improve more on my knowledge about the
Japanese culture, their values and interact more with the Japanese culture. I also started
participating in the interview process of my organisation to identify the right employee for the
organisation. I also helped the HR manager in structuring the salary structure and all these
activities helped me gaining more insight into various other departments of my organisation.
Getting more acquainted with various departments and people, I learned about motivation and
leadership management in the organisation. I want to become a great leader that motivates people
for personal and organisational development and an effective development plan is the starting
step in that direction.

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Task 04
4.1 Problem Solving
I am the Manager at an organisation in the UK and I am responsible for many processes in the
organisation. One of the issues that I am faced with is employee shortage. The employee strength
in my organisation us much less than required and as a result many production processes are
hindered because of this. To overcome this, I regularly look after the worker issues, their
working environment, their incentives and also their safety. I also undertook major recruitment
drive and also negotiated with major worker unions to help create a balanced working
environment between the management and the employees (Reed, 2013).
4.2 Communication
Persuasive email to a Manager
Due to the impending issue of incomplete marketing report, I believe that it is because of as a
manager I am getting very less time due to constant calling by the marketing department for
advices. One solution that I see that telecommunicating for a day in the week would allow me to
effectively complete the marketing report and on the next day we could discuss the report along
performance lines.
Thanks.
Apologetic email to a Customer

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It is with deep regret that I received your email about sending defective items to one of our most
valued customers. I am truly sorry about the troubles you faced and my company owes you the
greatest apologies as it is totally our fault.
Thank you for writing to us about your issue and we will definitely try to improve our services.
Best Regards.
Confirmation email to an Employee
Dear Mr David, I am very pleased to announce that you have been selected as one of the
probationary recruits in our London Branch for the period of two years. Looking at your midterm scores and the interview results, the management is very impressed with you and we see a
great future ahead for you.
In light of your confirmation, we are looking forward in working with you and gaining your
expertise in our organisation.
Sincere Regards.
4.3 Time Management
As a manager, I have to monitor, assess and control many processes and personnel. This takes
efficient management of time and one of the most important strategies is prioritising tasks as this
enables me to complete urgent tasks more effectively (Mancini, 2003). Another strategy is
preparing a time log which will provide me with areas that are most productive and areas that are
not. Sharing tasks is also an effective time management tool. Last but not the least is
perseverance which gives me positive attitude towards harsh scenarios (Mancini, 2003).

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References
Belker, L. and Topchik, G. (2005). The first-time manager. New York, N.Y.: AMACOM.
Bembenutty, H. (2011). Self-regulated learning. San Francisco, Calif.: Jossey-Bass Inc.
Cunningham, I., Bennett, B. and Dawes, G. (2000). Self-managed learning in action. Aldershot,
Hampshire, England: Gower.
Kruckeberg, K., Amann, W. and Green, M. (2011). Leadership and personal development.
Charlotte, N.C.: Information Age Pub.
Lankhuijzen, E. (2002). Learning in a self-managed management career. [S.l.]: [s.n.].
Mancini, M. (2003). Time management. New York: McGraw-Hill.
Mintzberg, H. (2004). Managers, not MBAs. San Francisco: Berrett-Koehler Publishers.
Pauleen, D. and Gorman, G. (2011). Personal knowledge management. Farnham, Surrey: Gower.
Reed, C. (2013). Problem solving. Vero Beach, Fla.: Rourke Educational Media.
Sangster, C. (2000). Planning and organizing personal and professional development. Aldershot,
Hampshire, England: Gower.

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